HR Manager

Department: HR & Human Resources
Level: Management
Primary objective: People strategy, team performance, HR compliance, and organisational structure

What this role does

The HR Manager leads the entire human resources department: configures the organisational structure in CRMconnect, oversees recruitment and onboarding, manages performance reviews through OKRs, approves payroll, and ensures HR compliance. They are responsible for the platform accurately reflecting the real organisation.

Modules managed

Organisational configuration — what you define

Department structure (`/admin/departments`)

Create and maintain the company's departments. Each department has:

• Name + code
• Responsible manager
• Email address (used for ticket routing)

Departments are used by: HR (employee records), Support (ticket routing), Finance (cost allocations), Reports.

Roles & Permissions (`/admin/roles`)

The most important thing to configure correctly from the start.

Create one role per job function and define exactly which modules they can access:

Example standard roles:
→ Sales Agent: CRM (read/write), Proposals (write), Invoices (read), No finance
→ Accountant: Invoices (full), Payments (full), Bank statements (full), No HR
→ Warehouse Operator: Warehouse (full), Orders (read), No CRM/Finance
→ Recruiter: HR Recruitment (full), Staff (read), No other modules
→ IT Admin: All modules (full) — restricted to 1–2 people

"Least privilege" principle: Each employee has access to exactly what they need for their role — nothing more.

Staff Teams (`/admin/staff_teams`)

Groups of employees for: project assignments, support ticket routing, sales territory reporting:

• Sales Team North
• Technical Support Team
• Central Warehouse Team

Performance review — the OKR system

Where: /admin/okrs

CRMconnect doesn't have a classic annual review form — performance is built from several modules:

Components assessed

How OKRs work

[At the start of the period — you configure]
→ Create Circulation (period): quarter or semester
→ Define Questions and Evaluation Criteria
→ Communicate to the team what objectives they need to set

[Employees and managers set OKRs]
→ Each employee creates 3–5 objectives with measurable Key Results

[During the period — regular check-ins]
→ Employees complete check-ins: what was achieved, what remains, confidence level
→ You (or direct manager) approve/reject the check-in
→ Each check-in leaves a permanent (immutable) trace in the system

[At the end of the period — formal review]
→ Review completed OKRs vs. planned
→ Record in HR Profile:
   - Bonus (if performance justifies)
   - Promotion (if applicable)
   - Formal warning (if there are violations)

Promotions (`/admin/hr_profile` → Promotions)

Note: A promotion recorded in HR is a log, not an automatic update of the job title.
You must manually update the designation field in the employee's Staff record after recording the promotion.

Key workflows

Workflow 1 — New hire — management decision

Recruiter has selected the final candidate (status: Won Interview - 4)
→ You review candidate profile + interview evaluation
→ If you approve → Send Offer (5) → Recruiter sends the offer
→ Candidate accepts → Elect (6) → Staff created automatically
→ You verify that the CRM role assigned by HR Specialist is correct
→ Sign electronically / archive contract in HR Profile

Workflow 2 — Configuring new roles at restructuring

Company adds a new department or new function
→ HR → Departments → Add department
→ HR → Roles → Add new role:
   - Name: e.g. "E-commerce Specialist"
   - Accessible modules: OMS (full), CRM (read), Warehouse (read)
   - Blocked modules: Finance, HR, Advanced settings
→ Staff → update employees with new department / role
→ Org chart → verify hierarchy reflects new structure

Workflow 3 — Final payroll approval

Payroll Specialist has generated payslips in draft
→ You review the monthly report:
   - Total gross vs. previous month (large variations = warning signals)
   - New / departed employees (correct pro-rated payslips?)
   - KPI bonuses — do they match performance evaluations?
→ If everything is correct → Approve payslips
→ If discrepancies exist → Reject + notes → Specialist corrects
→ After approval → export goes to Accounting

Workflow 4 — Annual / semi-annual review

At the end of the OKR period:

1. Export / review each employee's check-ins from OKR
2. Complete the formal evaluation in HR Profile per employee:
   - Bonus (if performance > 85%): HR Profile → Bonus/Disciplinary → Add bonus
     → Bonus amount → transmit to Payroll for next payslip
   - Promotion (if applicable): HR Profile → Promotions → Record
     → Manually update designation in Staff
   - Warning (serious violations): HR Profile → Warnings → Add formal warning
     → Signed document attached
3. Communicate evaluation results to employees (1:1 or group)
4. Set OKRs for the next period

Reports and visibility

Key HR metrics

Practical tips

Roles and permissions are more important than any other setup. An employee with access to the wrong modules can see confidential data or generate incorrect documents. Audit roles quarterly.

Update the org chart after every restructuring. An outdated org chart sends the wrong message to new employees and creates confusion in reporting lines.

OKRs only work if everyone updates them. If check-ins aren't completed, you have no data for reviews. Set a clear rule: monthly check-in mandatory for all employees with OKRs.

Promotion in HR Profile ≠ automatic job title update. Always verify that after recording a promotion you have manually updated the job title field in Staff — otherwise the org chart shows the old title.